"Is everything as it seems?"

Many people overlook the importance of initial screening and end up interviewing too many of the wrong people. A CV tells only part of the story; further screening will reduce the amount of interviews to a relevant few.

• Put aside some time for screening applicants' CVs. Some will automatically be eliminated because they lack required skills.
• Identify those applicants you wish to interview.
• Have your interview schedule ready along with any reference material you may need. Think about what the applicant may want to know.
• Using the telephone for screening can save both you and the applicant time. If an applicant has misread one aspect of the advertisement, they may realise they have no interest in the position.
• Identify points you need to clarify with short listed candidates before you call them.
• What is a good time to call the applicant? Are they free to talk. Often the evening is the best time.
• Inform the applicant if there is an area which will eliminate them from interviewing further. Familiarise yourself with The Employment Equality Act and remember, you should only make a decision based on the applicant's ability and willingness to do the job.
• Ask the applicant if they are genuinely interested in the role - even at this stage.
• This is an opportunity to confirm an interview time and date with preferred applicants. This will save you an extra call and speed up your recruitment process.
• Don't overlook the obvious. Ask them when they can start and if they have any imminent plans. For example, a six month trip to Australia in eight weeks may not quite fit into your plans!

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